sales and distribution final
Post on 10-Apr-2018
219 Views
Preview:
TRANSCRIPT
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 1/37
RECRUITMENT OF RECRUITMENT OF
SALES PERSONNEL SALES PERSONNEL
PRESENTED BY: ABHISHEK KUMAR
CHANDAN CHANDRA
DEEPAK SINGH
LALIT VACHALI
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 2/37
RECRUITMENT
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 3/37
IMPORTANCE OF GOODRECRUITMENT/SELECTION PROGRAM
concerns:
´ Qualified Sales people are scarce
´ Sales f orce perf ormance gets aff ected
´ Image of company depends on sales people.
´ Bad selection promotes cost increase
´ Sales f orce turnover is high
´ Sales managers are no better than their sales f orce
Measures:´ Selecting candidates f rom large data base
´ Selecting people f rom right attitude and skill set
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 4/37
SALES FORCE STAFFING PROCESS
´ Planning
´ Recruiting
´ Selecting
´ Hiring
´ Assimilation
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 5/37
PLANNING
Establish
responsibility
Decide thenumber of
sales
people
needed
Outline the
type of
sales
people
needed
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 6/37
SALES FORCE STAFFING PROCESS
´ Planning
« Establishing Responsibility f or
Recruiting
´ Responsibility to decide, depending
upon size, culture and org anization
´ HR dept. usually does the initial
screening and
´ The Sales Manager does the Final hiring decision
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 7/37
SALES FORCE STAFFING PROCESS
´ Planning
« Establishing Responsibility f or
Recruiting
« Determine the number of
people needed
« Outline type of sales people
needed
´ Decide with financial year
´ Also review f or any change in
Marketing Plan to be made in
future
´ HR and sales manager work
together
JOB ANALYSIS JOB DISCRIPTION JOB QUALIFICATION
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 8/37
SALES FORCE STAFFING PROCESS
´ Planning
´ Outline type of sales people
needed
« Conduct Job Analysis
´ Analysis of environment
´ Determine duties and
responsibilities
´ Job analysis is done by sales team,
HR or consultant
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 9/37
SALES FORCE STAFFING PROCESS
´ Planning:
Outline type of sales people
needed
« Conduct Job Analysis
« Prepare Job Description
´ Put the Job Description in writing
Title
Reporting relationship
Type of product
Type of customer
Duties and responsibilities
Job demand
Technical requirement
Location and geography
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 10/37
SALES FORCE STAFFING PROCESS
´ Planning:
Outline type of sales people
needed
« Conduct Job Analysis
« Prepare Job Description
« Determine Hiring
Qualifications
´ Most difficult part of Selection
´ A f ew generally accepted
Characteristics
« job traits
« Analyze history
« customer
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 11/37
SALES FORCE STAFFING PROCESS
´ Planning
´ Recruiting
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 12/37
SALES FORCE STAFFING PROCESS
´ Planning
´ Recruiting
« Identif y Sources
« Select Sources« Contact the Recruits
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 13/37
SALES FORCE STAFFING PROCESS
´ Planning
´ Recruiting
« Identif y Sources
« Select Sources« Contact the Recruits
´ Sources
« Ref errals
² Current Employees
« Internet
« Educational Institutes
« Advertisements
« Agencies
« Part Time worker
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 14/37
SALES FORCE STAFFING PROCESS
´ Planning
´ Recruiting
´ Selecting
´ Hiring
´ Assimilation
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 15/37
SELECTION
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 16/37
SELECTIONS OF SALES PERSONALS
The worst mistake a manager can make is to make a bad hire
---Anonymous---
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 17/37
CompensationCompensation(trainee average)(trainee average) $35,500$35,500
Benefits (approx.21.5% of Benefits (approx.21.5% of
compensation)compensation) 7,6007,600
Field ExpenseField Expense 16,00016,000
Direct ExpenseDirect Expense $$59,10059,100
Training CostsTraining Costs 7,1007,100
TOTAL COSTSTOTAL COSTS $66,200$66,200
Source: Dartnell¶s Sales Force Compensation Survey
FIRST YEAR COST OF ASALESPERSON IN THE U.S.
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 18/37
FIGURE : A MODEL FOR SELECTING SALESPEOPLE
Direct recruit to controllocation or phone number
Complete applicationblanks
Conduct screeninginterviews
Check credit andbackground
Complete psychologicaland achievement tests
Secondary interviews
Make offer for salesposition
Physical exam
Measure subsequentsuccess on the job
HiringHiringcriteriacriteria
for for salessales jobs jobs
usedusedtoto
guideguideselectionselection
processprocess
Modify hiringcriteria, tests or
Interview procedures RejectReject
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 19/37
SELECTION TOOLS
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
´ Ref erences and creditreports
´ Assessments tests
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 20/37
APPLICATION BLANKS
´ Application blanks
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 21/37
APPLICATION BLANKS
´ Application blanks « It is also known as personal-
history record
« Inf ormation Asked f or on
Application Blanks² Intended use of the
inf ormation by the company
² Personal inf ormation
² Physical characteristics,
experience,
and soc
io-
environmental factors
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 22/37
APPLICATION BLANKS
´ Application blanks ´ Experience involves
« Educational Background
« Work Experience
´ It involves questions on« Offices held in org anisations
« Hobbies and other outside
interests
´ It reveals something about his orher interests, capabilities, and
personality
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 23/37
PERSONAL INTERVIEWS
´ Application blanks
´ Personal interviews
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 24/37
PERSONAL INTERVIEWS
´ Application blanks
´ Personal interviews
´ It determines
« Conversational ability, speaking voice, and social intelligence
« Certain personality traits
´ Aimed at learning 4 ma jor points
« Is this person capable of excelling at this job?
« How badly does this person wantthe job?
« Will the job help this person realizehis or her goals?
« Will this person work to his or herfullest ability?
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 25/37
PERSONAL INTERVIEWS
´ Application blanks
´ Personal interviews
´ Improving validity of the
interviews
« Thorough review of the
applicant·s resume or
application bef ore proceeding
further in the selection process
« More than one interview at
diff erent place with diff erent
interviewer
« Standardized ratings to be used
« Training of interviewers
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 26/37
PERSONAL INTERVIEWS
´ Application blanks
´ Personal interviews
´ Interview Structure
« Guided interviews
« Nondirected interviews
´ Interview Focus
« Behavior-Based interviews
« Perf ormance-Based Interviews
« Stress Interviews
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 27/37
QUESTIONS FORTRADITIONAL VS BEHAVIOR-BASED
Do you get along with
people?
What qualities do you think
are important for success inthis job?
What is your biggest
weakness?
Tell me about any incident in
your last job that caused
conflict with a customer.
What did you do to work it
out?
Give me a specific example
of a job situation in which
you had to use your
problem-solving abilities
Tell me about your greatest
failure
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 28/37
TIMING AND METHOD OF THEINTERVIEW
´ Application blanks
´ Personal interviews
´ During Initial Screening
« Interviewer should disclose a brief job description
« Ask f ew questions concerning theminimum requirements of the
candidates« Through telephonic interview, face-
to-face interview (Lasts f or 15-20 min), videconf erencing interview
´ At later stages
« More time is spent with the
candidates to know them well
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 29/37
PSYCHOLOGICAL TESTING
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 30/37
PSYCHOLOGICAL TESTING
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
´ Leg al aspects of testing
´ A f ramework of testing
« Selecting and developing tests
´ Problems in testing
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 31/37
PSYCHOLOGICAL TESTING
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
´ Mental Intelligence Tests
´ Aptitude Tests
´ Interest Tests
´ Personality Tests
´ Selecting and developing tests
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 32/37
REFERENCES AND OTHER OUTSIDESOURCES
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
´ Ref erences and creditreports
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 33/37
REFERENCES AND OTHER OUTSIDESOURCES
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
´ Ref erences and creditreports
´ Ref erences
« Leg al considerations
´ Background check
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 34/37
JOB OFFER DECISION
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
´ Ref erences and creditreports
´ Assessments tests
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 35/37
JOB OFFER DECISION
´ Application blanks
´ Personal interviews
´ Psycholog ical tests
´ Ref erences and creditreports
´ Assessments tests
´ Ranking the recruits
´ Communication with applicants
´ Extending the off er
« What will be included
« How will off er be extended
8/8/2019 Sales and Distribution Final
http://slidepdf.com/reader/full/sales-and-distribution-final 36/37
SOCIALIZATION AND ASSIMILATION
´ Pre entry socialization
´ Assimilation of new hires
´ Relationships´ Mentoring new employees
´ Meeting social and psycholog ical needs
top related